Prison State Of Kentucky And Juvenile Offenders - 920 Words

In the film Prison State, the focus was on the juveniles in the state of Kentucky, specifically individuals living in the Beecher Terrace neighborhood. Beecher Terrace is a low-income area that the majority of detainees lived in. Because individuals grew up in poverty they were predisposed to other risk factors that increased their likelihood of becoming a juvenile delinquent and an adult offender later on in life. Two major issues in the state of Kentucky were the over-crowdedness in the prisons and the high cost to incarcerate individuals. The cost to incarcerate a child was $87,000 a year for non-violent offenses. Most juveniles ended up arrested and in juvenile detention centers because of habitual truancy and disregard for parental authority. This film went on to discuss ways to reduce incarceration cost and address the reason why the youth from Beecher Terrace seemed destined to go prison. Three correlates of criminality in the film were: poverty, mental health status, and family circumstances. The neighborhood, Beecher Terrace was the low-income area where most of the prisoners and juveniles delinquents came from. Neighborhoods like the one in film are the stereotypical type of areas where people in poverty live. The neighborhoods contain large populations of low income residents. A low income neighborhood typically means the schools zoned to the neighborhood are low quality and the crime rate is high. A individuals mental health status is also a predictor ofShow MoreRelatedJuveniles Tried As Adults1372 Words   |  6 PagesJuveniles are not allowed to drink, drive, or get married, and are not capable of making mature responsible decisions, but can be on the verge of an adult sentencing. Juveniles’ tried as adults has been a major topic in the Criminal Justice system for many years. The controversy primarily focuses on the brain development, safety, and rehabi litation of the juvenile; versus an adult punishment towards them. These opinions have continuously produced outburst in the Criminal Justice system. Some argueRead MoreJuvenile Homicide Offenders1120 Words   |  5 Pagesis there something that triggers these acts and allows for the belligerence to be seen. Juvenile homicide offenders can be described as anyone under the age of 18 who is responsible for the murder of another human being. Many cases can show different aspects about the child’s brain and the way they may commit such a crime. Carl Newton Mahan, Robert Thompson and John Venable, are three of the youngest offenders in our history. Children’s brains are not fully developed and don’t occupy a full understandingRead MoreJust Mercy Essays : Juveniles Being Tried As Adults1407 Words   |  6 PagesIn Contrast to Bryan Stevenson’s â€Å"Just Mercy† stories of juveniles being tried as adults, Jason Zeidenberg in the article â€Å"The Risks Juveniles Face When They Are Incarcerated with Adults† strongly emphasizes the dangers and consequences that juveniles face when they are tried as adults. Zeidenberg states the consequences of juveniles being raped, assaulted, committing suicide and the effects of being victimized. Children who are housed in the same facility as Adults is not a good idea nor a goodRead MoreEssay on Kentucky Department of Juvenile Justice1997 Words   |  8 PagesOffice of Juvenile Justice and Delinquency Prevention found that high numbers of detention orders were being issued for status youth statewide. The main issue of concern was the valid court order exception to the DSO core requirement was used 2,000 times. This allowed judges to order non-delinquent youth in locked detention facility whose most serious violations involved repeat offenses of running away, skipping school or being rebelling against authority figures. The disturbing thing about thisRead MoreJuvenile Offenders And The Adu lt Courts For Trial1102 Words   |  5 Pages Tennessee, like many other states, has provisions, provided for in the state laws, for the transfer of juvenile offenders to the adult courts for trial. The youth court has to follow the procedures, which are outlined in the statute, to include the minimum age of a juvenile, who is to be transferred to the adult courts, and the specific crimes for which such a transfer may take place. While I recognize, as the United States Supreme Court did in Roper v. Simmons, (2005), that children are immatureRead MoreThe Death Penalty For Juveniles1169 Words   |  5 PagesResearch Paper: Death Penalty for Juveniles Capital punishment for juveniles is one of the most controversial topics to ever be explored in society and in the criminal justice system. The death penalty is a rare occurrence amongst juveniles since it is so arguable as to whether they should be tried as adults. Lynn Cothern from the Juvenile Justice Resource Center suggests that â€Å"the primary purpose of the juvenile justice system is to hold juvenile offenders accountable for delinquent acts whileRead MoreEssay on Controversial Supreme Court Case Roper V. Simmons1413 Words   |  6 Pageswere sixteen or seventeen at the time of a crime is cruel and unusual punished and 2) does is violate the Eighth and Fourteenth Amendment. The main audience for this particular case is the general American population, and specifically affects the juvenile population. Christopher Simmons, seven months shy of his 18th birthday, planned and implemented the murder of an innocent woman. Descriptions of the murder are thoroughly chilling. Reports exposed that Simmons and an accomplice bound theRead MoreEvaluation Of A Juvenile Drug Court Program1515 Words   |  7 Pagesone such study will be reviewed. The article is an evaluation of a Juvenile Drug Court Program in Lexington, Kentucky. The data that is coming from the Bureau of Justice suggests that juvenile courts process a higher volume of cases today than at any time in the past (Hayden, 2012) These statistics represent the trend in persistently high rates in use of illegal substances among adolescents in the United States and subsequent juvenile court involvement. [The purpose of this study was to examine theseRead MoreDo Juveniles Deserve a Life Sentence in Jail?924 Words   |  4 Pagesï » ¿Juvenile Sentences Do juveniles deserve a life sentence in jail? Yes, juveniles deserve life sentences in jail if they decide to commit a violent crime. This is because there is no effective deterrent to force them to think twice. Over the course of time, this has resulted in even more juveniles being arrested for these activities. Evidence of this can be seen with figures provided by the Center for Disease Control. (Youth Violence, 2010) They found that these offenders are having an impactRead MorePsychology And The Legal System. Paper 1. With Recent Legislative1302 Words   |  6 Pagess sentence length is determined by the inmate s conduct while in prison. Upon successful completion of requirements the inmate may be returned to society, but it is possible that they will be kept behind bars for the remainder of his/her natural life. There are many issues that have come to light with indeterminate and determinate sentencing, such as how successful was the inmate? Is there really rehabilitation for sex offenders or drug abusers? How can we be sure that they will not offend again

Human Resource Armor Free Essays

Introduction Edelman and Suchman points out that labor lawsuit judgment identify how a legal environment—which embodies legal, social and cultural norms—can diffuse liabilities brought upon by management instances (Biggert, 1997).   The constitution has provided several laws that state the rights of employees in any form of organization.   Private or government-owned, all companies must adhere to these laws and see to it that these rights are well exercised by any member of staff. We will write a custom essay sample on Human Resource Armor or any similar topic only for you Order Now   Ã‚   From the top executive down to the mechanical worker, every individual are entitled to these rights inasmuch as they are expected to follow the laws that comes along with their job description.   In such way, the law provides immunity both to the employer and employee in collaboration with creating a harmonious environment within the agency. Hence, apart from these laws stated in the constitution, there are also regulations crafted by the organization which is agreed upon by the body as a whole and neither one shall defeat the purpose of such.   In the light, labor management suggests the importance of social justice and thereby encompasses disparity (Mezias, 2002). Interpretation of labor A legal regulation in contracts divulged to in the context of labor is a central part in any organization or firm’s policy configuration.    The scope and focal purpose of a legal regulation may or may not be detrimental to labor—either that of mass disruption approach or perspective with party control.   Such theories are analyzed in both anti-labor and pro-labor laws, thus the results came up favorable with the latter given that the policies were found inconclusive with the small sample sizes of the studies conducted.   Conceivably, the said laws are weighed and strategically investigated in consideration with several variables—economic, class, society—to come up with more feasible outputs which will later be used beneficial to the concern of the general masses when it comes to the interpretation of labor (Biggert, 1997). Analysis on unemployment laws As mentioned earlier, unemployment laws hold only very few scrutiny since that there has only been a number of studies that have been conducted in aide of bringing up the best forms of ruling that will inhibit the importance of such in a state.   More specifically, the challenges that are bound in unemployment laws are rarely deliberated by administrations for the reason that most hardships in managerial activities appear during the verge of employment compared to that on pre-employment matters. Basically, the laws that appear to be most challenging are those that extend or restrict the rights of labor in and around the workplace and those regulations that abide on the level of contract involved (Mezias, 2002). Unemployment compensation is apparently the main issue in laborers that fall inside the aforementioned bracket.   In essence, it relates to wages and hours standards, union rights, collective bargaining, health and safety, prevailing wages and discrimination. All these are perceivably retained to render security to these individuals and in the long run help them in building up a new foundation of their new course in life. Challenges in labor management among the unemployed Organizational behavior emphasizes the importance of labor-ness and the principal beneficiaries of the concerned laborer.   In stereotypical analysis on unemployment laws over the past few decades, it has been sought that the so-called â€Å"basic† benefits are already considered as a part of every contract and that the other unprecedented features that other firms offer—gradually dependent to the contract—are beyond the scope of the unemployment laws which are designed by the government alone. The dilemma then flows on the application of these â€Å"extended benefits†Ã¢â‚¬â€such as the social welfare security, union passages, beneficiaries, pensions and other related pro-labor regulations provided by the management concerned.   But that does not just end there, the possibility of shifts in party or breach in contracts also come at hand. Trends that mark importance of â€Å"democracy† are also a part of this domain of â€Å"challengers,† needless to say that the result of these coalitions though union groups are still considered as polity members, however, the contract may be considered violated and therefore nullify the benefits (Mezias, 2002). Court decisions on labor-related cases Legal proceedings concerning labor lawsuit judgments are referenced in contemporary hearings.   In the case of foreign direct investments, foreign subsidiaries find face disadvantages and unparalleled liabilities among domestic firms due to information asymmetries and transaction costs.   The Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964 are examples of laws that build up the foundation of these rights of laborers and somehow seem to exert strong influence on employee to employer relations (Mezias, 2002). Conclusions and further remarks Human resource practices help organizations in achieving social justice among its participating parties and build a sturdy foundation of law-abiding citizens.   It helps in eradicating the rise of ambiguous laws and hones organizations to create a normative environment that will work in a systematic order and balance the biases of humanistic egoisms. References Biggert, R. (1997). Why Labor Wins, Why Labor Loses: A Test of Two Theories. The Sociological Quarterly, 38(1). Mezias, J. M. (2002). Identifying Liabilities of Foreignness and Strategies to Minimize Their Effects: The Case of Labor Lawsuit Judgments in the United States. Strategic Management Journal, 23(3). How to cite Human Resource Armor, Essay examples

Global Competitive Most Of The Corporate †Myassignmenthelp.Com

Question: Discuss About The Global Competitive Most Of The Corporate? Answer: Introduction It is a prerequisite of any human resource manager to treat the organisations employees in a manner that the human resources feel as if they are designated in a respectable work environment. It has been experienced in the corporate organisations, that the personnel employed are a creation of the motivation they receive from the external environment. If the positive motivation is provided, the consequences on the behaviour of the employees will be desirable. Alternatively, there is a negative impact on the behaviour of employees if there is poor management with respect to motivation provided to them. Same is the scenario when the question is about managing the human resources internationally (Heathfield, 2016). However, every strategy framed and executed is beyond the scope of geographical boundaries of the country (Vance and Paik, 2015). Internationally, the activities carried out are broader in concept and research keeping the cultural differences in mind which vary according to the country. In the global and competitive environment most of the corporate organisations are expanding its activities beyond the national boundaries, which mean they are globalising. It is more or less similar to the management of human resources domestically; however the issues dealing with the aspects of employees of a company are handled in an international perspective (Doz, Evans and Laurent, 1989). If we consider the processes involved, then identification of human personnel as to sourcing and procurement, efficiently placing and staffing them, training and developing them, and holding them to contribute in reducing the organisations employee turnover strategy are handled in a wider scope. This means that the framework of policies related to the personnel of the company must be supportive to the organisations strategy. This indicates that the policies mutually contribute to the companys plans. Reinforcement of HRM policies in coordination with firms strategy The main area of focus is upon developing the elements of the corporate strategy related to human resource of the firm in such a way that it contributes to the organisations performance. There are indicators which help in achieving the gap between the aspects dealing to manage the personnel of the firm and the organisations objectives (Harzing, 2014). If the performance of the organisation is kept in mind while executing the policies to manage the work force, then there is continuity achieved in facing the competitive conditions in the external environment. There are some key areas which indicate the organisations objectives and aims for e.g. increasing the share in the market, reduction in the costs incurred in administrative and operational activities, introducing innovation, achieving the sales and increasing the productivity of the company etc. (Miller and Gordon, 2014). Now, attaining mutual coordination between the workforce management in a manner so that the employees contribu te to accomplish the firms key strategies and targets is known as strategic management of human resource. Being an HR manager this is a very prime area of concern because; the complexity when the company globalizes and become operational internationally increases. There are changes experienced due to high competition with respect to the advancement of cultural aspects and information systems. If there is responsibility taken up by the people in the firm for attaining a good performance level for improving the processes of the business continuously and there is equilibrium between the individual goals of workforce and the firms performance then the organisation has desired consequences (Festing, 2013). The aspects dealt in management of people to get the result in companys performance in a desired way are the satisfaction level of employees, the support system from management to them and realising the motivation and behaviour capabilities of the people etc. It is not only a question to approximate the two organisational and corporate strategy of peoples management, it is also important to identify the methodology the HR manager follows it practically to achieve it. Therefore, issues related to the aspects like determining whether the adaptability of the strategy to manage employee resources and firms performance objectives are theoretical or practical will be addressed through this discussion. Also, observation will be made whether the organisations practice this in reality. In addition, the advantages of practices will be recognised to know the result of these strategies on the overall performance. Challenges encountered to identify the practicality There is a difficulty in formulating the HR policies to manage the workforce due to diversity and globalized employees. There are n number of opportunities and challenges while recruiting the people of diverse culture, different in gender, age and education as the organisation operates in an international environment. It is experienced that there is shortage in either filling the required role with proper skills or there is a shortage experienced in terms of youth employees. An Organisation seeks workforce globally so that they get a good combination of the age and skill for a particular role. This helps them to gain efficiency in the market. To cover this shortage, there is a tendency to employ older workforce so that their work experience match with respect to skills required is achieved. This has posed another challenge being an HR of the company, which is creating healthcare benefits and flexibility in the schedule of the company especially if the work demands more physical work (Machado, 2015). This is eliminated by practicing flexibility in number of hours, styles of working according to difference in individual culture and age in order to retain the best skilled people resources in the firm. Also, the policies are framed keeping into consideration any discrimination against age and cultural differences. Any organisation when operating globally has to take care if the framework of regulations in terms of people resources is government driven (Simons, 2011).Therefore, efforts are being made by both the organisation and the company to create diverse and multicultural environment in the firm so that the imbalance is not there and underutilization of human resource is diminished. Arrangements are made like provision of pursuing the job as a part time is made available to increase productiveness and attain quality. Secondly, when the scope widens as a HR manager dealing with workforce globally then the process of acquisition, screening the employees when and branding the company through the usage of technology become very complex. The HR department needs to be updated of the technical tools and techniques to integrate the multicultural work force to train and manage them (Guest, Paauwe and Wright, 2012). The strategies have to be cost effective and in compliance with the organisational goals to attain integrity and ethical working without any nuance in the beliefs. For this reason, the process of selection is kept transparent free from any bias and purely based upon performance of the employees. Valuing the employee is given importance and their performance is judged upon the set standards of parameters. Going further, there are issues faced with respect to dealing with holding the skilled workforce after training and development to manage the employee turnover rate of the organisation. In this aspect, the motivation and compensation system plays a vital role in keeping a balance to retain the people. To start with, it is important being an HR manager to hire the candidates selectively by proper screening of their stability in the organisation. The main reason behind this is to match this HR strategy to the organisations goal of effective utilization of money spent in intensive training programs. Motivating them and communicating regarding their requirements in terms of job expectations so that they feel themselves a part of the team is necessary for employee satisfaction. Apart from that, taking reviews and suggestions in decision making for framing policies before bringing in change related to various arrangements in the office helps in making them feel respected. Providing job security to increase their engagement by providing them good benefits, incentives, perks, and high remuneration with appraisals time to time help the organisation to a great extent in retention o f skilled workforce (Debrincat, 2014). Mitigation of friction is very commonly faced in a global company who has to deal with a lot of aspects related to differences in perspectives every individual has for executing a particular task. Everyone has a unique approach and a perception which needs to come together with others opinions (Cieri, 2017). It is my responsibility, as an HR head to take this as an opportunity to bring in innovation and find creative solutions by deeply studying the diverse ethnicities and varied approaches to do a particular job. Also, practicing association between various traditions and nations will attract more manpower from other geographies. When operating beyond the scope of domestic geographical boundaries of the nation, the laws governing the countries play an important role in dealing with the workforce. The HR policies are to be in accordance with the organisational policies which are framed according to the governmental regulations of a particular country. There has to be a better underst anding developed in terms of complying with the dynamic labour rules and regulations which change time to time. It is important to ensure that the policies are flexible enough to change so that they can be updated according to the requirements related to laws of employee migration and visa regulations in terms of local and foreign countries etc. Advantages of the practices executed contributing to organisational performance The main emphasis of managing the human resource internationally is to formulate strategies about talent management on global basis. The approach taken to accomplish the human resource objectives is influenced by the organisational strategy (Hartel and Fujimoto, 2014). If the approach is ethnocentric, then the attempt is upon complying the methods followed in the domestic country on other companies. On the other hand, if the approach is polycentric, then local residents are recruited by the host country. The geocentric approach is followed in a way that a universal approach is practiced across the globe. The major advantage of all the challenges and the methods to strategies solutions for them is the organisation gets familiarised by various traditions, beliefs, customs, cultures and behavioural aspects. This gives an opportunity to the firm to get a real life experience about situations where the managers need to bring creativity and find a middle way for efficient handling of the s ituations (Sparrow, Scullion and Tarique, 2014). Not everybody, in the workforce has a same way of working; therefore there are many differences which come together at one place which need to be channelized to proceed in one direction. This helps in performance management contributing to the firms main goal. Secondly, another big reason why firms decide to operate internationally and hiring talent is development of companys ability to meet the markets needs with respect to rapid changes due to advancement in practices. In addition the business knowledge regarding various ways of reimbursements, compensation, and programs of taxation is gained about the people transferred to another country (Ackermann, 2014). This is also a good platform for the organisation to learn and grow in reference to identification of the right skills and gaining international knowledge. Managing the human resource globally also develops good relations between the countries (Mello, 2014). Every country has its own governing labour laws. Special agreements are made with the employees of other countries which focus upon employee health benefits and safety provisions, wages, number of hours to work, and working conditions etc. These agreements are based upon the agreed terms and conditions between countries. This bui lds trust between nations and engages employees to give their best in participating to achieve firms performance goals. Along with this adaptability and flexibility are very important factors which are required to bring in changes in the existing functioning of practices followed in the company (Hitt and Shalley, 2017). If the workforce gets equipped with changes in methods related to the job understanding and the knowledge already gathered during training and development, then new methods required to keep updated can be introduced. However, there are instances when there is a lot of resistance from the people of the organisation to change their way of working. This leads to employee dissatisfaction leading to increase the attrition rate which going further increases the cost of the company. Thus, everything is linked in a process and interdependent contributing to management of performance goal. Apart from that, employee satisfaction is a very big concern to achieve retention of the best talent by the human resource department. When the internal working environment is multicultural, then feedbacks related to the grievances and issues in performing a task is of different perceptions (Aoife, 2012). The learning expands as employees share their experiences and approach to deliver the productivity for achieving targets according to their past work handled (John, 2013). This helps the management in gathering new feedbacks and frame solutions for addressing the grievances. The result of which is high employee satisfaction contributing to the overall organisations objective (Longoni, 2014). Being an HR manager of the company, these above elements are to be taken into consideration so that the performance management corporate strategy refers to the overall framework of policies formulated to attain the main objective. These small factors include those elements which are the key indicators of a global environment in which an organisation has to survive. If properly anticipated, then it enhances the employee engagement contributing to the main aim. Conclusion When the people of the organisation are well acquainted with the flexibility they need to keep to be updated with the continuous changing human resource rules, policies, techniques and processes, then this results into effective organisational performance. This corporate strategy of performance management needs to align with the overall organisations goals. Since, an international environment of a company has a great impact on the survival of the company due to complexity and high competition, the corporate performance strategy has to build a competitive edge when executed and practiced. This contributes to the organisations performance. The human resources are similar to the financial assets of the company. In order to survive the cut through competition, it is an opportunity to find effective ways to use expatriates so that global team of employees can be created. It has been observed that when the company is limited to operate with in the domestic scope, it lacks expertise and kno wledge to acquire bright and skilled manpower. Alternatively, a good knowledge about business is required when the company manages the talent from subsidiaries based overseas. Good techniques are needed to employ, train and retain the employees from across the world. The biggest challenge the workforce faces when employed outside the country is a prominent distinction in terms of the pay pattern between the local and an expatriate. In contrary, the positive side is the insight and an international experience gained both by the management and the expat when working overseas. Selection, recruitment, training ,development and retaining the workforce internationally poses many changes on the leading roles of an organisation which further contributes to attaining harmony and an unbiased working culture (Chalofsky, 2014). It helps in breaking the old traditional methods of working and the leaders find it hard to act as the only authority taking major decisions. This introduces new talent in the organisation and contributes for the organisation to operate internationally. References Ackermann, M. 2014. How to develop a Human Resource Strategic Plan. Germany: GRIN Verlag, p. 2. Aoife. 2012. Growing the Organisation through Effective People Management. Accessed on: 16th September, 2017. Accessed from: https://knowledgenet.carmichaelcentre.ie/articles/growing-organisation-through-effective-people-management Chalofsky, N. F. 2014. Handbook of Human Resource Development. US: John Wiley Sons, pp. 112-116. Cieri, H. D. 2017. International Human Resource Management: From Cross-cultural Management to Managing a Diverse Workforce. UK: Routledge. Debrincat, G. 2014. The Effectiveness of Performance Appraisal Systems: Employee Relations and Human Resource Management. Germany: Anchor Academic Publishing, pp. 23-27. Doz, Y., Evans, P., and Laurent, A. 1989. Human Resource Management in International Firms: Change, Globalization, Innovation. Germany: Springer, pp. 2-8. Festing, M. 2013. Management and International Review: Strategic Issues in International Human Resource Management. Germany: Springer Science Business Media. Pp. 91-92. Guest, D. E., Paauwe, J., and Wright, P. 2012. HRM and Performance: Achievements and Challenges. US: John Wiley Sons. Hartel, C. E., and Fujimoto, Y. 2014. Human Resource Management. Australia: Pearson Australia, pp. 6-26. Harzing, A. W. 2014. International Human Resource Management. US: Sage. Heathfield, S. M. 2016. Human Resources Management Fundamentals in Hiring. Accessed on: 16th September, 2017. Accessed from: https://www.thebalance.com/human-resources-management-fundamentals-in-hiring-1918369 Hitt, M. A., and Shalley, C. E. 2017. Oxford Handbook of Strategy Implementation. UK: Oxford University Press, pp. 2-3. John, W. 2013. Perspectives and Techniques for Improving Information Technology Project Management. US: IGI Global. Pp. 130-132. Longoni, A. 2014. Sustainable Operations Strategies: The Impact of Human Resource Management and Organisational Practices on the Triple Bottom Line. Germany: Springer, p. 13. Machado, C. 2015. International Human Resources Management: Challenges and Changes. Germany: Springer, pp. 3-5. Mello, J. A. 2014. Strategic Human Resource Management. US: Cengage Learning, pp. 200-202. Miller, V. D., and Gordon, M. E. 2014. Meeting the Challenge of Human Resource Management: A Communication Perspective. UK: Routledge. Simons, R. 2011. Human Resource Management: Issues, Challenges and Opportunities. US: CRC Press, pp. 73-80. Sparrow, P., Scullion, H., and Tarique, I. 2014. Strategic Talent Management: Contemporary Issues in International Context. UK: Cambridge University Press, pp. 6-14. Vance, C. M., and Paik, Y. 2015. Managing a Global Workforce. UK: Routledge.